Act 1973. An eligible non-ongoing employee on maternity leave may access maternity leave arrangements until her contract of employment expires, or the maternity leave ceases, whichever occurs first. Periods of full paid leave during unpaid maternity leave will count as service for all purposes. Except in the case of periods of unpaid maternity leave in the first 12 weeks of leave, periods of unpaid maternity leave will not count as service for any purpose (leave credits will not accrue), but do not break the employee’s continuity of service. An eligible employee may spread the payment of up to 16 weeks maternity leave over a maximum of 32 weeks at a rate of half normal salary. Where an employee is not entitled to the maximum paid entitlement under the Maternity Leave Act the option for half pay will apply to the pro-rated entitlement. Periods taken at half pay will only count as service for the full time equivalent.
Act 1973. An employee who is entitled to paid maternity leave under the Maternity Leave (Commonwealth Employees) Act 1973 is entitled to access an additional two weeks paid maternal leave immediately following paid maternity leave. These two weeks will count as service for all purposes.
Act 1973. An employee who is entitled to paid maternity leave under the Maternity Leave (Commonwealth Employees) Act 1973 is entitled to access an additional two weeks paid maternal leave immediately following paid maternity leave. These two weeks will count as service for all purposes. Both maternity leave and additional maternal leave may be taken at half pay over 28 weeks. Only the first 14 weeks of leave will count as service. Adoption and fostering leave The Secretary may approve leave in relation to the adoption of a child where: the child has not lived with the employee for more than six continuous months prior to the placement of the child with the employee; the child is not a child or step-child of the employee or the employee’s partner, unless the child has not been in the custody of the employee or the employee’s partner for a significant period of time; the employee is the primary caregiver for an adopted child; and the employee provides the Secretary with evidence of the adoption, including the date of placement with the employee. An employee who is in the process of adopting a child may take up to two days leave to attend any interviews or examinations required to obtain approval for the adoption. This leave may be taken as annual leave, purchased leave or flex leave (where available), or as miscellaneous leave without pay. The Secretary may approve leave in relation to the fostering of a child where: the child has not lived with the employee for more than six continuous months prior to the placement of the child with the employee; the child is not a child or step-child of the employee or the employee’s partner, unless the child has not been in the custody of the employee or the employee’s partner for a significant period of time; and the employee provides the Secretary with evidence of: the employee assuming long term responsibility for the child arising from the placement of the child in a permanent fostering arrangement; the date of placement of the child with the employee; and the employee being the primary caregiver for the child. Where an employee has at least 12 months service (as defined under the Maternity Leave (Commonwealth Employees) Act 1973), they are entitled to access 14 weeks paid leave under this clause G.13. This leave may be taken at half pay over 28 weeks only the first 14 weeks of leave will count as service. Leave taken under this provision must commence within the period commencing one week prior to the placement of the child wi...
Act 1973. Employees with less than 12 months' continuous service as per the Maternity Leave (Commonwealth Employees) Act 1973 can access two weeks paid and up to four weeks unpaid supporting partner leave. Supporting partner leave is available to the supporting partner around: the birth of the employee's or their partner's child; or the placement of an Adopted Child or Xxxxxx Child, and may be taken at either full or half pay. Unless otherwise approved by the CEO, supporting partner leave must be taken in blocks of at least two weeks, and must: in the case of the birth of the employee's or their partner's child – commence no earlier than six weeks before the expected date of confinement and no later than six months after the birth of the child; in the case of the placement of an Adopted Child or Xxxxxx Child – commence no earlier than the day on which the child is placed with the employee and no later than six months after that day. Where the employee elects to take their leave at half pay, only half of the period will count as service for all purposes.
Act 1973. In the following circumstances, an employee may be required to undergo a medical examination to determine his/her fitness for duty:
Act 1973. Where a public holiday occurs during a period of annual leave, an employee will not be taken to be on annual leave on that day and no leave will be deducted from the employee’s leave credits. The public holiday is paid at the employee’s normal rate of pay. Where annual leave is taken at half pay, the employee’s credit will be reduced by half the number of working days absent.
Act 1973. If the Staff member does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave.
Act 1973. An employee who is entitled to Maternity Leave in accordance with the Maternity Leave (Commonwealth Employees) Act 1973 provision will be granted an additional two week’s paid leave to count as service immediately following the completion of paid maternity leave. Cl 28.1 GC of E Cl 28.2 GC of E Cl 28.3 1 GC of E Cl 8.13 EBA6 plus extra week
Act 1973. The provisions of the Act and CSIRO’s terms and conditions of employment allow female officers to be absent from work for up to 52 weeks using a combination of paid and unpaid leave, such as maternity leave and parental leave (see Clauses 69 and 70).
Act 1973. Employees covered by this agreement are subject to and must comply with the policies and procedures as determined or amended by CASA from time to time. These policies will not reduce the substantive elements contained in this Agreement but provide guidelines for the fair and efficient administration of the employment relationship.
